Podcasts about great managing

Jim Harter, PhD discusses his book "It's The Manager" and Gallup research that finds managers and team leaders are the single biggest factor in your organization's success. Jim is Chief Scientist for Gallup's workplace management practice. He is coauthor of the New York Times bestseller "12: The Elements of Great Managing," and "Wellbeing: The Five Essential Elements," also a New York Times and Wall Street Journal bestseller.  Host, Kevin Craine Do you want to be a guest? Everyday-MBA.com/guest

Jim Harter: Culture Shock Jim Harter is Chief Scientist for the Workplace at Gallup. He has led more than 1,000 studies of workplace effectiveness, including the largest ongoing meta-analysis of human potential and business unit performance. He's the bestselling author of 12: The Elements of Great Managing, Wellbeing: The Five Essential Elements, Wellbeing at Work and the #1 Wall Street Journal bestseller It's the Manager. Jim has also published articles in many prominent business and academic journals. He's also the author now of Gallup's book with Jim Clifton titled Culture Shock: An unstoppable force is changing how we work and live. Gallup's solution to the biggest leadership issue of our time*. Virtually every professional team is navigating some aspect to return to office and how that works best for their organization. In this episode, Jim and I highlight the key findings from Gallup that have emerged in the data since the pandemic started. Plus, we explore the questions that managers can ask in order help this transition work better for everyone. Key Points Managers should consider these key questions to help employees and teams move towards smart autonomy: Which parts of your job can you do best at home? Which parts of your job can you do best at the office? When have you created exceptional value for our customers? When do you feel most connected to our organization's culture? In addition: Less than 5% of people in the United States worked from home in 2019. Today the number is six times larger and nearly seven in 10 full-time employees in the United States prefer some type of remote work arrangement. Number of days in the office is important, but matters less than other factors. Most associated with high levels of employee engagement is the practice of a work team deciding together (the option companies used the least). Splitters and blenders represent two different ways of approaching work and the populate tends to divide equally on this preference (even across generations). Knowing where people land will help engage them better in the workplace. Managers account for 70% of the variance in team engagement. A key habit for a manager is one meaningful conversation per week with each employee. Less important is the time of interaction and more important it the quality. Smaller amounts of time discussion recognition, goals, and strengths can be more impactful than more time that doesn't do this. Resources Mentioned Culture Shock: An unstoppable force is changing how we work and live. Gallup's solution to the biggest leadership issue of our time* by Jim Clifton and Jim Harter Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409) How to Engage Remote Teams, with Tsedal Neeley (episode 537) Effective Hybrid Team Management, with Hassan Osman (episode 570) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

JIM HARTER, Ph.D., is Chief Scientist, Workplace for Gallup. He has led more than 1,000 studies of workplace effectiveness, including the largest ongoing meta-analysis of human potential and business unit performance. The bestselling author of 12: The Elements of Great Managing, Wellbeing: The Five Essential Elements, Wellbeing at Work,and the No. 1 Wall Street Journal bestseller It's the Manager, Harter has also published articles in many prominent business and academic journals. His newest book is Culture Shock, a look at the workplace of today in the wake of the pandemic and the move to remote and hybrid environments. www.gallup.org   https://www.gallup.com/workplace/469790/culture-shock.aspx

Get ready for fascinating and relevant insights on this episode of Gratitude Through Hard Times, featuring Jim Harter, PhD, Gallup's Chief Scientist of Workplace Management and Wellbeing. He's sharing with Host Chris Schembra all the eye-opening research and analysis behind his latest book (co-authored with Jim Clifton of the Clifton Strengths Assessment),"Culture Shock: An unstoppable force has changed how we work and live. Gallup's solution to the biggest leadership issue of our time." The key takeaway? Nothing cements employee performance, satisfaction and retention more effectively than regular, meaningful conversations – especially when they include recognition for work well done. It costs leaders very little and, data indicate, pays off over and over again in bottom-line results. Dr. Jim explains the research and analysis that the Gallup organization has undertaken to address the biggest leadership challenges of our time, including the stresses of remote work, the limited wellbeing associated with four-day work weeks and the critical role that empathy plays in engaging with and bringing out the best in our workplace cultures. Dr. Jim's new book is jam-packed with stats and evidence-backed solutions to align your company's purpose with employee satisfaction – which ultimately translates into that all-important customer success!Want to hear much more from Dr. Jim Harter? Pick up a copy of his latest collaboration, "Culture Shock," check out his bestselling book, "12:The Elements of Great Managing" or click here to check out "Wellbeing: The Five Essential Elements."If you'd like to learn more about Chris and his 7:47 Virtual Gratitude Experience or subscribe to our newsletter, please visit this link.Click here to hear more fascinating conversations with Fortune 500 CEOs, professional athletes and entertainers who have shared their human stories on Gratitude Through Hard Times. KEY TOPICS:If you could give credit or thanks to one person in your life that you don't give enough credit or thanks to – that you've never thought to thank – who would that be and why? Frank Schmidt, PhD, a research scientist and mentor who reshaped Dr. Jim's approach to people, research and the role of gratitude in the context of employee engagement.Culture Shock: Co-authored with Jim Clifton, this latest collaboration uses Gallup data and qualitative snapshots to unpack the post-Covid workforce and workplace future.Important Findings:For workers, overall stress has continued on an upward trajectory but remote work has offered welcome freedom (from things like commuting).For leaders, there's uncertainty about how to monitor remote worker productivity.Data suggest that there's plenty of room for businesses to thrive.A Great Reset: Why leaders who clearly define (and communicate) workplace culture, customer experience and organizational values are most likely to ride out recession. Customer Success: About the importance of employee satisfaction and loyalty when it comes to quality service delivery and long-term, bottom-line corporate results.Managing Strengths: Understanding employee styles, aspirations and experiences is a key component for engagement, retention, job and customer satisfaction.Manager to Employee to Customer: How the interplay among all three elements determines corporate success. Changing the Dialogue: How empathy can open up the conversations that managers need to be having with employees to overcome workplace disconnects.Meaningful Conversations: Gallup research indicates that recognition and gratitude are among the most powerful tools we have to cultivate workplace community and loyalty.Components of Meaningful Conversations:Recognize specific, recent work efforts.Understand what motivates good work.Know the context of the employee's particular work.Meet on an ongoing basis.Collaborate and coordinate remote compared with in-person hours.Wellbeing v. Engagement: Why stats indicate that the benefits of four-day work weeks are offset in many cases by the stress of compressed schedules and loss of autonomy.Blenders and Splitters: About the difference between people who prefer to compartmentalize work and family life and those who take a multi-task approach.Step. No. 1: Dr. Jim recommends managers adopt the coaching habit of one meaningful conversation every week grounded in empathy, understanding and accountability. QUOTABLE“A lot of people don't know their impact on you until you tell them.” (Dr. Jim) “Gratitude is an inherently pro-social trait that feels good to give, to receive and to observe. But we have to take the first step.” (Chris) “Gratitude is contagious and creates a positive upward smile. It's one of the most positive forces in the universe because it keeps on giving.” (Chris) “There's plenty of data to show that great managing can make workplaces more productive than they've ever been before. If we combine autonomy with great performance management, we can reach all-time highs.” (Dr. Jim) “To get the right customer experience, you've got to have the right employee experience.” (Dr. Jim) “Sometimes all you need to do to shorten the distance between employer and employee is just ask your team, ‘How do you like to be recognized? How do you like to receive gratitude?' How do you like your wins celebrated?' ” (Chris) “The reason managers are so important is that they're the only ones inside organizations who know the idiosyncrasies of each person and have the opportunity to get to know their situations – and that's never been more important than it is right now.” (Dr. Jim)  LINKS/FURTHER RESOURCES:Learn more about the Clifton Strengths Assessment.Jim's Harvard Business Review article, "What Great Managers Do to Engage Employees." ABOUT OUR GUEST:Jim Harter, Ph.D., is Chief Scientist for Gallup's workplace management and wellbeing practices. He is the coauthor of the No. 1 Wall Street Journal and Washington Post bestseller, "It's the Manager", released in 2019. His work has appeared in the Harvard Business Review, The New York Times, The Wall Street Journal, Fast Company and Time magazine in addition to many academic publications. FOLLOW OUR GUEST:WEBSITE | LINKEDIN ABOUT OUR HOST:Chris Schembra is a philosopher, question asker and facilitator. He's a columnist at Rolling Stone magazine, USA Today calls him their "Gratitude Guru" and he's spent the last six years traveling around the world helping people connect in meaningful ways. As the offshoot of his #1 Wall Street Journal bestselling book, "Gratitude Through Hard Times: Finding Positive Benefits Through Our Darkest Hours,"he uses this podcast to blend ancient stoic philosophy and modern-day science to teach how the principles of gratitude can be used to help people get through their hard times. FOLLOW CHRIS:WEBSITE | INSTAGRAM | LINKEDIN| BOOKS

On this episode of THE CLASSIC METAL SHOW, Neeley and Chris talk about how every meal they've ever had at a hibachi restaurant has been great. This leads into a story about Journey turning over their management to Def Leppard's manager. All our links are available at https://www.linktr.ee/cmsrocks. Live Saturdays from 9pm to 3am Eastern at www.theclassicmetalshow.com or on Rumble, Odysee or YouTube. BECOME A VIP: https://bit.ly/cms-vip GET A FREE RUMBLE ACCOUNT: https://rumble.com/register/classicmetalshow/ GET A FREE ODYSEE ACCOUNT: https://odysee.com/$/invite/@ClassicMetalShow:a **NOTE: Everything said here, and on every episode of all of our shows are 100% the opinions of the hosts. Nothing is stated as fact. Do your own research to see if their opinions are true or not.** Please take a moment to subscribe, share and leave us a 5 Star Review for this episode! It helps us grow and do better episodes for YOU!! ROKU: Search "The Classic Metal Show" in the Roku Channels AMAZON: Search "The CMS Network" To Add Our Channel --- Send in a voice message: https://anchor.fm/cmspn/message

Gallup: 12 questions d'un livre "12 Elements of Great Managing", suite de "First Break All The Rules", ou comment développer l'engagement (donc les résultats) 1 Je sais ce que l'on attend de moi au travail. 2 J'ai le matériel et l'équipement dont j'ai besoin pour bien faire mon travail. 3 Au travail, j'ai la possibilité de faire ce que je fais de mieux chaque jour. 4 Au cours des sept derniers jours, j'ai reçu de la reconnaissance ou des éloges pour avoir fait du bon travail. 5 Mon superviseur, ou quelqu'un au travail, semble s'intéresser à moi en tant que personne. 6 Il y a quelqu'un au travail qui encourage mon développement. 7 Au travail, mes opinions semblent compter. 8 La mission ou l'objectif de mon entreprise me donne l'impression que mon travail est important. 9 Mes collègues de travail s'engagent à faire un travail de qualité. 10 J'ai un (meilleur) ami au travail. 11 Au cours des six derniers mois, quelqu'un au travail m'a parlé de mes progrès. 12 Au cours de la dernière année, j'ai eu des occasions d'apprendre et de m'épanouir au travail. 1-2: besoins de base 3-6: contribution individuelle 7-10: travail en équipe 11-12: croissance individuelle 1 Je sais ce que l'on attend de moi au travail. - 50% complètement d'accord - Si 80%: +10% productivité - Bons managers: aider à comprendre pourquoi c'est attendu 2 J'ai le matériel et l'équipement dont j'ai besoin pour bien faire mon travail. - 33% complètement d'accord - Si 66%: +11% rentabilité - Bons managers: demander ce qui est nécessaire 3 Au travail, j'ai la possibilité de faire ce que je fais de mieux chaque jour. - 33% complètement d'accord - Si 66%: +11% rentabilité, -30% turnover - Bons managers: considèrent leurs employés comme des personnes uniques 4 Au cours des sept derniers jours, j'ai reçu de la reconnaissance ou des éloges pour avoir fait du bon travail. - 25% complètement d'accord - 60%: -31% absentéisme - Bons managers: expliquer pourquoi la performance est importante et la reconnaître de la manière qui fait sens pour la personne 5 Mon superviseur, ou quelqu'un au travail, semble s'intéresser à moi en tant que personne. - 40% complètement d'accord - 80%: -41% absentéisme - Bons managers: respecter les personnes (les connaître, être franc.he, reconnaître les succès, faire des revues formelles) 6 Il y a quelqu'un au travail qui encourage mon développement. - 30% complètement d'accord - 60%: +11% rentabilité, -28% absentéisme - Bons managers: coacher pour progresser 7 Au travail, mes opinions semblent compter. - 25% complètement d'accord - 50%: +10% productivité - Bons managers: demander des retours, promouvoir le dialogue 8 La mission ou l'objectif de mon entreprise me donne l'impression que mon travail est important. - 33% complètement d'accord - 66%: -34% absentéisme - Bons managers: aligner la raison d'être et l'expérience des personnes 9 Mes collègues de travail s'engagent à faire un travail de qualité. - 33% complètement d'accord - 66%: +12% bénéfices - Bons managers: établir des standards clairs de qualité et les faire respecter 10 J'ai un (meilleur) ami au travail. - 30% complètement d'accord - 60%: +10% bénéfices - Bons managers: créer des opportunités de connexion 11 Au cours des six derniers mois, quelqu'un au travail m'a parlé de mes progrès. - 33% complètement d'accord - 66%: +11% bénéfices - Bons managers: créer des opportunités de discussion ouverte sur les progrès 12 Au cours de la dernière année, j'ai eu des occasions d'apprendre et de m'épanouir au travail. - 33% complètement d'accord - 66%: +14% productivité - Bons managers: créer des opportunités d'apprendre Résumons: je suis un manager, donc - Culture: ○ Aligner la raison d'être et l'expérience des personnes ○ Créer des opportunités de connexion ○ Créer des opportunités de discuter de progrès ○ Créer des opportunités d'apprendre - Gestion de la performance: ○ Aider à comprendre pourquoi ce qui est attendu l'est ○ Demander ce qui est nécessaire pour "faire le job" ○ Expliquer pourquoi la performance est importante et la reconnaître de la manière qui fait sens pour la personne ○ Etablir des standards clairs de qualité et les faire respecter - Gestion des personnes: ○ Considérer les personnes comme des personnes uniques ○ Respecter les personnes (les connaître, être franc.he, reconnaître les succès) ○ Coacher les personnes pour progresser ○ Demander des retours, promouvoir le dialogue Source: https://www.gallup.com/workplace/356045/q12-question-summary.aspx Restons en contact, inscrivez-vous à notre newsletter! www.coapta.ch/newsletter Accès gratuit à toutes nos ressources: www.coapta.ch/campus Accès aux archives du podcast: www.coapta.ch/podcast Une production COAPTA, copyright 2020 COAPTA Sàrl Site internet: www.coapta.ch

Jim Harter: Wellbeing at Work Jim Harter is Chief Scientist for Gallup's workplace management and wellbeing practices. He has led more than 1,000 studies of workplace effectiveness and is the bestselling coauthor of It's the Manager, 12: The Elements of Great Managing, and Wellbeing: The Five Essential Elements. Jim has also published articles in many prominent business and academic journals and he's the author with Jim Clifton of Wellbeing at Work: How to Build Resilient and Thriving Teams*. In this conversation, Jim and I discuss Gallup's recent research findings on what managers and organizations can do to support wellbeing at work. We highlight the five key elements of wellbeing from the research and the obstacles that managers and organizations face in supporting these. Plus, we share practical steps that each of us can take to support wellbeing among the people in our organizations. Key Points People report that their strongest links to net thriving are “my job” and “my manager.” The five key elements of wellbeing are, in this order: Career, Social, Financial, Physical, and Community. Many people report that “time with a manager” is the worst part of the day. To support better wellbeing, make it a part of regular career conversations. Have open conversations about pay philosophies. Data shows this is even more important than the actual salary. Giving meaningful feedback every week is a basic requirement of management. Gallup's data shows that only half of employees worldwide know what is expected of that at work, a significant contributor to stress and anxiety. Resources Mentioned Wellbeing at Work: How to Build Resilient and Thriving Teams* by Jim Clifton and Jim Harter Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes These Coaching Questions Get Results, with Michael Bungay Stanier (episode 237) How to Manage Abrasive Leaders, with Sharone Bar-David (episode 290) How Teams Use StrengthsFinder Results, with Lisa Cummings (episode 293) Three Steps to Great Career Conversations, with Russ Laraway (episode 370) Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Jim Harter: Wellbeing at Work Jim Harter is Chief Scientist for Gallup's workplace management and wellbeing practices. He has led more than 1,000 studies of workplace effectiveness and is the bestselling coauthor of It's the Manager, 12: The Elements of Great Managing, and Wellbeing: The Five Essential Elements. Jim has also published articles in many prominent business and academic journals and he's the author with Jim Clifton of Wellbeing at Work: How to Build Resilient and Thriving Teams*. In this conversation, Jim and I discuss Gallup's recent research findings on what managers and organizations can do to support wellbeing at work. We highlight the five key elements of wellbeing from the research and the obstacles that managers and organizations face in supporting these. Plus, we share practical steps that each of us can take to support wellbeing among the people in our organizations. Key Points People report that their strongest links to net thriving are “my job” and “my manager.” The five key elements of wellbeing are, in this order: Career, Social, Financial, Physical, and Community. Many people report that “time with a manager” is the worst part of the day. To support better wellbeing, make it a part of regular career conversations. Have open conversations about pay philosophies. Data shows this is even more important than the actual salary. Giving meaningful feedback every week is a basic requirement of management. Gallup's data shows that only half of employees worldwide know what is expected of that at work, a significant contributor to stress and anxiety. Resources Mentioned Wellbeing at Work: How to Build Resilient and Thriving Teams* by Jim Clifton and Jim Harter Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes These Coaching Questions Get Results, with Michael Bungay Stanier (episode 237) How to Manage Abrasive Leaders, with Sharone Bar-David (episode 290) How Teams Use StrengthsFinder Results, with Lisa Cummings (episode 293) Three Steps to Great Career Conversations, with Russ Laraway (episode 370) Gallup Findings on the Changing Nature of Work, with Jim Harter (episode 409) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Dr. Jim Harter shares the key practices that improve wellbeing at work. — YOU'LL LEARN — 1) The five key ingredients to a thriving work life 2) Top tips for developing each area of wellbeing 3) What most organizations get wrong about wellbeing Subscribe or visit AwesomeAtYourJob.com/ep673 for clickable versions of the links below. — ABOUT JIM — Jim Harter, Ph.D., is Chief Scientist for Gallup's workplace management and wellbeing practices. He is coauthor of the No. 1 Wall Street Journal and Washington Post bestseller, It's the Manager. He is also the coauthor of the New York Times bestseller 12: The Elements of Great Managing.Dr. Harter's book, the New York Times and Wall Street Journal bestseller, Wellbeing: The Five Essential Elements, is based on a global study of what differentiates people who are thriving from those who are not. His research is featured in First, Break All the Rules, and he contributed the foreword to Gallup's updated edition of this groundbreaking bestseller.Dr. Harter is the primary researcher and author of the first large-scale, multi-organization study to investigate the relationships between work-unit employee engagement and business results. His work has appeared in many publications, including Harvard Business Review, The New York Times, The Wall Street Journal, Fast Company and Time Magazine, and in academic articles and book chapters.Dr. Harter received his doctorate in psychological and cultural studies in quantitative and qualitative methods from the University of Nebraska-Lincoln (UNL).• Jim's book: Wellbeing at Work, with Jim Clifton • Jim's LinkedIn: Jim Harter — RESOURCES MENTIONED IN THE SHOW — • Book: Thinking, Fast and Slow by Daniel Kahneman • Tool: CliftonStrengths — THANK YOU SPONSORS! — • RISE. Improve your sleep and energy with the RISE app at risescience.com/awesome • Storyworth. Give Dad a super meaningful Father's Day gift this year at StoryWorth.com/awesome. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this podcast, Jim Harter discussed one of Gallup's most extended run studies to understand the traits of manager. He sheds light on the qualities of a manager and what all tools and resources they need to succeed. Jim discussed his latest book, “Its the Manager” and how the book is a compilation of some common traits of winning manager. Jim also discussed his journey of leading a sizeable data-centric organization and what all it takes to create a research when you are inundated with data. This is an excellent podcast for data-centric leaders trying to understand the future of data. Timeline: 1:36 Jim's background. 4:28 What does Gallup do? 6:57 Designing a research report. 10:07 Perspective on evolution of companies. 14:12 Views on gig workers. 16:53 On the book “It's the manager”. 19:50 Research behind “It's the manager”. 22:23 Researching managers. 27:17 Managerial traits that can be easily worked on. 30:11 Definition of a hallmark company. 34:00 Surprises while researching “It's the manager”. 37:44 Ideal reader for “It's the manager”. 39:21 Thought behind designing “It's the manager”. 41:24 Limiting the charts from the book. 43:36 Sequal for “It's the manager”. 45:00 Jim's success mantra. 47:30 Keeping away from bias. 50:20 Future of research organizations. 54:25 Jim's favorite reads. 57:42 Closing remarks. Jim's Book: The Manager https://amzn.to/2ST3Xbe Jim's Recommended Read: Abram Maslow https://amzn.to/2wu8ERl, Thinking Fast and Slow https://amzn.to/2VdPAkP Peter Drucker https://amzn.to/39LZ3nj Happiness Hypothesis https://amzn.to/2V2Csig Podcast Link: iTunes:https://podcasts.apple.com/us/podcast/jim-harter-gallup-on-defining-winning-traits-manager/id1207582205?i=1000465980445 Jim's BIO: Jim Harter, Ph.D., is Chief Scientist, Workplace for Gallup and co-author of It's the Manager (Gallup Press; May 7, 2019). He has led more than 1,000 studies of workplace effectiveness, including the largest ongoing meta-analysis of human potential and business unit performance. The bestselling author of 12: The Elements of Great Managing and Wellbeing: The Five Essential Elements, Harter, has also published articles in many prominent business and academic journals. About #Podcast: Work 2.0 Podcast is created to spark the conversation around the future of work, worker, and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work. Wanna Join? If you or any you know wants to join in, Register your interest by emailing: info@analyticsweek.com Want to sponsor? Email us @ info@analyticsweek.com Keywords: Work 2.0 Podcast, #FutureOfWork, #FutureOfWorker, #FutureOfWorkplace, #Work, #Worker, #Workplace,

If we're being really honest, we'd say you should dive into this episode blind. Get yourself a cup of coffee, tea (or tequila, your choice), and settle down because you are not ready for the wisdom pool you're about to dive into. In this episode of Head Over Heels, we invite the founder of Wanderlust + Co, Jenn Low, to discuss…almost everything. Tune in as we dive into topics that range from managing guilt, expectations, and comparison, to shedding light on motherhood, problems we find in Malaysian work culture, as well as finding joy in our individual journeys. It's intimate, it's real, it's Head Over Heels. Follow Jenn here: https://www.instagram.com/jennlow.wco/

Jim Harter (@Gallup) on Defining the winning traits of Manager Work 2.0 Podcast #FutureofWork #Work2dot0 #Podcast In this podcast, Jim Harter discussed one of Gallup's most extended run study to understand the traits of manager. He sheds light on the qualities of a manager and what all tools and resources they need to succeed. Jim discussed his latest book, "Its the Manager" and how the book is a compilation of some common traits of winning manager. Jim also discussed his journey of leading a sizeable data-centric organization and what all it takes to create a research when you are inundated with data. This is an excellent podcast for data-centric leaders trying to understand the future of data. Jim's Book: Ut's the Manager Jim's Recommended Read: Abram Maslow, Thinking Fast and Slow Peter Drucker Happiness Hypothesis Podcast Link: iTunes: http://math.im/jofitunes Youtube: http://math.im/jofyoutube Jim's BIO: Jim Harter, Ph.D., is Chief Scientist, Workplace for Gallup and co-author of It's the Manager (Gallup Press; May 7, 2019). He has led more than 1,000 studies of workplace effectiveness, including the largest ongoing meta-analysis of human potential and business unit performance. The bestselling author of 12: The Elements of Great Managing and Wellbeing: The Five Essential Elements, Harter, has also published articles in many prominent business and academic journals. About #Podcast: Work 2.0 Podcast is created to spark the conversation around the future of work, worker, and workplace. This podcast invite movers and shakers in the industry who are shaping or helping us understand the transformation in work. Wanna Join? If you or any you know wants to join in, Register your interest by emailing: info@analyticsweek.com Want to sponsor? Email us @ info@analyticsweek.com Keywords: Work 2.0 Podcast, #FutureOfWork, #FutureOfWorker, #FutureOfWorkplace, #Work, #Worker, #Workplace,

Episode 204 - Jim Harter, PhD discusses his new book "It's The Manager" (a #1 new release on Amazon) and new Gallup research that finds managers and team leaders are the single biggest factor in your organization's success. Jim is Chief Scientist for Gallup's workplace management practice. He is coauthor of the New York Times bestseller "12: The Elements of Great Managing," and "Wellbeing: The Five Essential Elements," also a New York Times and Wall Street Journal bestseller.  Host, Kevin Craine Do you want to be a guest? Everyday-MBA.com/guest Do you want to be a sponsor? Everyday-MBA.com/sponsor

Today’s decline in global productivity has every business leader scrambling to break through with one failed strategy after another. But the real strategy is already right in front of them. It’s the manager.  In fact, there is no better investment a company can make in its future growth than updating their management playbook to align with today’s very different values and realities. Based on the largest study of its kind (37.2 million people surveyed) as well as Gallup data from more than 30 years of U.S. and global workplace tracking, including interviews of employees and managers across 160 countries, IT’S THE MANAGER (Gallup Press; May 7, 2019; ISBN: 9781595622242; $34.00) by Chief Scientist for Gallup's workplace management practice, Jim Harter, Ph.D. withChairman and CEO of Gallup, Jim Clifton,and is the definitive up-to-date guide to what really works in management today. IT’S THE MANAGER explores 52 game-changing insights including how to:·        Adapt organizations and cultures to rapid change and new workplace demands·        Meet the challenges of managing remote employees, a diverse workforce, gig workers and the rise of artificial intelligenceAttract, hire, onboard and retain the best employees to make your organization one of the most desired places to work for current and future stars.Transform your managers into coaches who inspire, communicate frequently and develop employee strengths.  The manager has been brushed aside as a middleman that is no longer needed in business today, but Gallup’s data supports a radical claim: that managers should be the cornerstone of every company strategy. When you build great managers you will experience organic revenue and profit growth, and you will give every employee what they most want today: a great job and a great life.Jim Harter, Ph.D., is Chief Scientist for Gallup's workplace management practice. He is coauthor of the New York Times bestseller 12: The Elements of Great Managing, an exploration of the 12 crucial elements for creating and harnessing employee engagement. Dr. Harter's book, the New York Times and Wall Street Journal bestseller, Wellbeing: The Five Essential Elements, is based on a global study of what differentiates people who are thriving from those who are not. His research is featured in First, Break All the Rules, and he contributed the foreword to Gallup's new edition of this groundbreaking bestseller. Dr. Harter is the primary researcher and author of the first large-scale, multi-organization study to investigate the relationships between work-unit employee engagement and business results. Updated periodically, this study currently covers 82,000 business units and includes 1.8 million employees in 230 organizations, across 49 industries and in 73 countries. His work has appeared in many publications, including Harvard Business Review, The New York Times, The Wall Street Journal, Fast Company and TIME Magazine, and in academic articles and book chapters. Dr. Harter received his doctorate in psychological and cultural studies in quantitative and qualitative methods from the University of Nebraska-Lincoln (UNL).Learn more about your ad choices. Visit megaphone.fm/adchoices

According to Gallup's management practice Chief Scientist Jim Harter, the productivity of people at work has been increasing… but at a declining rate. More concerning is how only 34% of American workers and two-thirds of managers are engaged at work. On this episode, he touches on the topic of bosses versus coaches, workplace engagement, people efficiency, and a lot more. “I want my job to kind of reflect who I am, match my identity… I don't want my manager to just be an expert on my weakness, I want them to be an expert on my strengths.” - Jim Harter Changes in Workplace Productivity The numbers Jim and his teammates have tracked for a while hint on how workplace productivity trends upward, albeit slowly. The figures clearly tell of a room for growth for most organizations. Workplaces are changing tremendously, and this creates an even bigger burden on leaders. These changes include the massive increases in diversity, technology, remote work, among other things. Needless to say, all these factors affect productivity. Theory and Practice of Management There is also the dissonance between the science and practice of management. Leveraging the science is one area for improvement of working environments, and more so its application in practice. “We've seen that the practice of management hasn't kept up with the science of management. The science of management has advanced significantly in recent decades but the practice of management hasn't.” - Jim Harter One such example is how the new workforce has evolved and now ask for a coach, not a boss. Therefore, one of the more critical things organizations need to be thinking about is moving from a culture of boss to coach. This ultimately relates to leaders asking for a change of culture to match the changing workforce. People Efficiency is the Future Jim says leaders need to keep up with the changes to both the workforce and the science of management. That is, they need to shift the focus from process efficiency to people efficiency. “People efficiency is getting people into roles where they know what's expected of them, where they have clear expectations, where they're coached on an ongoing basis to do what they do best, to use their strengths.” - Jim Harter In flexible and remote working environments that are more common nowadays, it becomes even more important to be purposeful about three things. First, there is setting expectations, and then continually touching base with people. Lastly, a workplace needs to be of high trust and accountability. To hear more about strength-based environments, extrinsic versus intrinsic motivations and more from Jim, download and listen to the episode. Bio: Jim Harter, Ph.D., is Chief Scientist for Gallup's workplace management practice. He is the coauthor of the New York Times bestseller 12: The Elements of Great Managing, an exploration of the 12 crucial elements for creating and harnessing employee engagement. Dr. Harter's book, the New York Times and Wall Street Journal bestseller, Wellbeing: The Five Essential Elements, is based on a global study of what differentiates people who are thriving from those who are not. His research is featured in First, Break All the Rules, and he contributed the foreword to Gallup's new edition of this groundbreaking bestseller. Dr. Harter is the primary researcher and author of the first large-scale, multi-organization study to investigate the relationships between work-unit employee engagement and business results. Updated periodically, this study currently covers 82,000 business units and includes 1.8 million employees in 230 organizations, across 49 industries and in 73 countries. His work has appeared in many publications, including Harvard Business Review, The New York Times, The Wall Street Journal, Fast Company and TIME Magazine, and in academic articles and book chapters. Dr. Harter received his doctorate in psychological and cultural studies in quantitative and qualitative methods from the...

We are excited to host Gallup Chief Scientist, Dr. Jim Harter. Jim will discuss the most important data statistics from Gallup that coaches can use in their coaching as well as how to use the upcoming book, "Its the Manager" for those who work with managers regularly. You can find out more about "Its the Manager" at itsthemanager.com In this part two of a two-part series, Dr. Hater will discuss the research behind Gallup's State of the American Workplace and give coaches clues on how to use it as a coach. Jim Harter, Ph.D., is Chief Scientist of Workplace Management and Well-Being for Gallup's workplace management practice. He is a coauthor of the New York Times bestseller 12: The Elements of Great Managing, an exploration of the 12 crucial elements for creating and harnessing employee engagement. Dr. Harter's book, the New York Times and Wall Street Journal bestseller, Wellbeing: The Five Essential Elements, is based on a global study of what differentiates people who are thriving from those who are not. His research is featured in First, Break All the Rules, and he contributed the foreword to Gallup's new edition of this groundbreaking bestseller. Since joining Gallup in 1985, Dr. Harter has authored or coauthored more than 1,000 research studies for organizations on employee engagement and talent and on topics in applied psychology and well-being. His specialties include psychological measurement and estimating the economic impact of management initiatives. Dr. Harter received his doctorate in psychological and cultural studies in quantitative and qualitative methods from the University of Nebraska-Lincoln (UNL). He has served as an adjunct faculty member at UNL and as an associate professor at the University of Nebraska at Omaha. Dr. Harter is on the editorial board of the Journal of Leadership and Organizational Studies and is a regular reviewer for other prominent academic journals. CliftonStrengths Top Five: Achiever | Focus | Learner | Relator | Futuristic Get signed up You can join the discussion live here: http://coaching.gallup.com/live To learn about Gallup's other resources for strengths-based coaching, visit Gallup Strengths Center. Called to Coach is a Gallup Strengths Center live webcast (via YouTube) that allows current and prospective coaches to interact with strengths coaches who have found success in strengths-based development.

We are excited to host Gallup Chief Scientist, Dr. Jim Harter. Jim will discuss the most important data statistics from Gallup that coaches can use in their coaching as well as how to use the upcoming book, "Its the Manager" for those who work with managers regularly. You can find out more about "Its the Manager" at itsthemanager.com In this part two of a two-part series, Dr. Hater will discuss the research behind Gallup's State of the American Workplace and give coaches clues on how to use it as a coach. Jim Harter, Ph.D., is Chief Scientist of Workplace Management and Well-Being for Gallup’s workplace management practice. He is a coauthor of the New York Times bestseller 12: The Elements of Great Managing, an exploration of the 12 crucial elements for creating and harnessing employee engagement. Dr. Harter’s book, the New York Times and Wall Street Journal bestseller, Wellbeing: The Five Essential Elements, is based on a global study of what differentiates people who are thriving from those who are not. His research is featured in First, Break All the Rules, and he contributed the foreword to Gallup’s new edition of this groundbreaking bestseller. Since joining Gallup in 1985, Dr. Harter has authored or coauthored more than 1,000 research studies for organizations on employee engagement and talent and on topics in applied psychology and well-being. His specialties include psychological measurement and estimating the economic impact of management initiatives. Dr. Harter received his doctorate in psychological and cultural studies in quantitative and qualitative methods from the University of Nebraska-Lincoln (UNL). He has served as an adjunct faculty member at UNL and as an associate professor at the University of Nebraska at Omaha. Dr. Harter is on the editorial board of the Journal of Leadership and Organizational Studies and is a regular reviewer for other prominent academic journals. CliftonStrengths Top Five: Achiever | Focus | Learner | Relator | Futuristic Get signed up You can join the discussion live here: http://coaching.gallup.com/live To learn about Gallup's other resources for strengths-based coaching, visit Gallup Strengths Center. Called to Coach is a Gallup Strengths Center live webcast (via YouTube) that allows current and prospective coaches to interact with strengths coaches who have found success in strengths-based development.

According to Gallup, people with high Career Wellbeing are more than twice as likely to be thriving in their lives overall. But only 20% of people strongly agree that they like what they do each day. That means 4 out of 5 people don’t like what they do each day, impacting their overall employee wellbeing. Because Career Wellbeing often relies on partnership with others in your organization or different conversations with your clients it can be seen as outside of the scope of wellness. So, what can you do to impact this foundational element of wellbeing? That what today’s guest, Dr. Jim Harter, Chief Scientist for Gallup's Workplace Management and Well-being Practice, answers for us today. Dr. Harter is co-author of the New York Times bestseller 12: The Elements of Great Managing, Wellbeing: The Five Essential Elements, and his research is featured in First, Break All the Rules. His 5 Strengths are: Achiever, Focus, Learner, Relator and Futuristic. In this interview, Jim and I discuss the research behind the 5 Elements of Wellbeing and he answers my burning question – where does emotional health fall into the dimensions? We then dig into Career Wellbeing - what it is, the research behind it and why they are moving towards term Purpose. We discuss why so many people seem to live for the weekends, the link between poor career wellbeing and health and how we (and our organizations) can positively impact career or purpose wellbeing. For links mentioned in today's episode visit  http://bit.ly/Redesignpod To join the Redesigning Wellness Community, visit https://www.facebook.com/groups/rdwellnesscommunity/  

This episode is hosted by Mark Zahra of WP RSS Aggregator and EDD Bookings, who talks with Marius Vetrivi of WPRiders. Marius is an entrepreneur who has worked his way from being a solo freelancer to running his own WordPress agency that currently has 6 full-time employees. The two discuss Marius' background as well as that of his business, WPRiders, before going on to discuss various aspects of running a business. The discussion starts off with how to transition from being a freelancer to running an agency and what Marius learnt from it. The two then go on to discuss hiring; knowing when is the right time to expand and in what areas, how to find the right person for the job and for your team, and making sure the company's culture is maintained throughout. Marius also shares some details about what WPRiders does and how it does it, from complete site development to smaller projects with plugin and theme customisations, among others. Lastly, Mark asks Marius what he does in his personal time to unwind and how he manages to cut off from the business side of his life, and he gives some valuable answers. Be sure to stick around until the end to hear Marius' advice for those looking to get into freelancing as well as those looking to expand into an agency. Links: @mariusvetrici | Twitter Marius Vetrici | LinkedIn WPRiders Codeable Susy Toolkit Vipassana Meditation 12: The Elements of Great Managing | Book

Rodd Wagner is the New York Times bestselling author of the new book "Widgets: The 12 New Rules for Managing Your Employees As If They're Real People." He is one of the foremost authorities on employee engagement and collaboration. Rodd's first book, 12: The Elements of Great Managing is the long-awaited sequel to the 1999 runaway bestseller First, Break All the Rules (one of my favorite books). Wagner's work focuses on how human nature affects business strategy. He currently serves as vice president of employee engagement strategy at BI Worldwide.Wagner is a confidential advisor to senior executives on the best ways to increase their personal effectiveness and their organizations' performance. His work has taken him around the world, to the executive suites of major corporations in nearly every industry, to the Pentagon, and to the aircraft carrier USS Nimitz.Wagner's books have been published in 10 languages and his work featured in The Wall Street Journal, ABC News Now, BusinessWeek.com, CNBC.com, and the National Post of Canada, and parodied in Dilbert.

Rodd Wagner is the New York Times bestselling author of the new book "Widgets: The 12 New Rules for Managing Your Employees As If They're Real People." He is one of the foremost authorities on employee engagement and collaboration. Rodd's first book, 12: The Elements of Great Managing is the long-awaited sequel to the 1999 runaway bestseller First, Break All the Rules (one of my favorite books). Wagner's work focuses on how human nature affects business strategy. He currently serves as vice president of employee engagement strategy at BI Worldwide.Wagner is a confidential advisor to senior executives on the best ways to increase their personal effectiveness and their organizations' performance. His work has taken him around the world, to the executive suites of major corporations in nearly every industry, to the Pentagon, and to the aircraft carrier USS Nimitz.Wagner's books have been published in 10 languages and his work featured in The Wall Street Journal, ABC News Now, BusinessWeek.com, CNBC.com, and the National Post of Canada, and parodied in Dilbert.